Motivating Employees and Creating Job Satisfaction

Topics: Motivation, Maslow's hierarchy of needs, Organizational studies and human resource management Pages: 9 (2907 words) Published: January 29, 2012
MM2021 Management and Organization
Individual Paper

How to Motivate Employees And Create Job Satisfactoin

Name: Au Yun Ho, Leo
Student ID: 1170224D
Tut: THU 1630-1730

From the point of view of employees, what are the most effective motivators to them? It is a vital element in determining the success of an organization. In the following paragraphs, some motivational factors creating job satisfaction will be discussed. In the end, two examples will be used to illustrate how the motivational factors can be applied in reality.

What is Job Satisfaction?
Job satisfaction is the attitude of employees towards their occupation. They may enjoy their jobs and they may obtain enthusiasm and happiness from their work. Generally, if they are being satisfied, they will put more effort into their jobs. As a result, we may also say that job satisfaction is a predictor of work behavior. Most people may think that only salaries can increase workers’ job satisfaction. However, many non-monetary rewards, such as job environment, are also effective factors creating job satisfaction.

Importance of Job Satisfaction
If employees are being satisfied, they will be more open-minded and creative since they will devote themselves to their jobs. Moreover, productivity will also be enhanced with sufficient job satisfaction. The workers will have greater sense of belonging towards their companies and exert their efforts to the largest. Actually, many successful enterprises such as HSBC have their own well-built Human Resources systems to motivate their employees. In addition, the rate of absenteeism and turnover can be affected by job satisfaction as well. The workers do not hope to work for the same company if they are not being satisfied. As a result, they will not choose to be present in the company all the time or they may even work for other enterprises. Finally, a positive working environment will be created by the satisfied employees. These employees will be able to maintain a good relationship within the working groups. Hence, job satisfaction is undoubtedly one of the important elements of the success of a business. As Andrew Carnegie’s saying quoted by Brown (1996, p.123), “Take away my people, but leave my factories, and soon grass will grow on the factory floors. Take away my factories, but leave my people, and soon we will have a new and better factory." The role of job satisfaction is clear: that is always the prerequisite to satisfy customers.

Measurement of Job Satisfaction
From Hian Chye Koh and El''fred H. Y. Boo (2001), there is a Job Description Index(JDI).In the index, a number of statements and questions will be stated specifically. In this questionnaire, job satisfaction is measured in five dimensions, which are supervision, pay, work, co-workers, and promotion. The participants will answer the given statements with ‘Yes’, ‘No’ or ‘Can’t decide’. The degree of job satisfaction can then be understood by gathering the answers of the given statements.

Assessment of job satisfaction
In order to assess the job satisfaction, we can refer to a preceding literature review (Spencer , 1997 ; Vander Putten et al., 1997 ; Volkwein and Zhou , 2003). The employers have to classify the personal characteristics and job characteristics first. In accordance with those characteristics, perceived working environment has to be designed by the employees in the hope of adapting to different types of workers’ needs. It includes two types of factors in the perceived working environment, which are intrinsic and extrinsic rewards. The former one is more related to the satisfaction of the employees themselves. For instance, their efforts may be recognized by their supervisor. The later one is more concerned with the job environment such as the style of management and relationship between the staff. The path of achieving job satisfaction will be like that. We have to understand both the personal and job characteristics...

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